You've heard the saying that "people are a company's
greatest asset," right? It's true; your company is only as
good as the people running it - at all levels. From the
person who answers the phone to the one who signs the
paycheck and everyone in between, people ARE your company.

While you likely have a decent team of employees right now,
it's important to make sure that your company employs the
right people for the job and for your company's long term
success. After all, it's your sales people who sell your
product; it's your CSRs who provide the voice of the
company - and often the first impression; it's your
technicians who perform the work. When these people shine,
your company shines!

On the other hand, if your people struggle to perform, the
company struggles too. Customers go elsewhere when they are
not treated respectfully or feel as if the person is not
knowledgeable. Customers don't return when the work is
shoddy. Taken to the extreme, if your employees engage in
unethical or criminal activities while doing their jobs,
the company is dragged down. Clearly, picking the right
employees is vital to your company's success.

Who are the right people? This answer varies from one
company to the next, though many of the same traits (such
as honesty, integrity, skill, and loyalty) cross all
industries. The first step is to sit down and look at your
company's long term goals. Is growth important? Or do you
want to specialize in a small niche? What about quality? Do
you need to streamline operations?

Your goals will help you in determining the qualifications
you expect of your employees. For example, if expansion and
growth are important, you may want employees who are
flexible (because growth requires change), innovative
(because growth requires creativity), and looking for
advancement (because growth offers opportunities). If you
want to specialize in a specific niche, you'll need
employees with specialized skills to match. If you're
trying to improve quality, hiring employees who've earned
relevant certifications is a smart step.

After listing your goals and determining a general
qualification list, write out a detailed job description
for each job role along with the qualifications you seek.
For example, you may want flexible, innovative CSRs who
have completed a telephone skills certification course and
have Microsoft Office skills. By reviewing resumes, you'll
be able to determine the tangible qualifications, but you
will need to use your judgment during the interview to
decide whether the applicant is flexible and innovative.
Okay, now you know the qualifications you desire and you
have a pool of potential employees. Who do you pick? Before
making any hiring decisions, it's smart to run background
checks and to call all references given. Many companies
offer pre-screening background checks at an affordable
rate. The cost of hiring the wrong employee can be far
higher than paying a nominal fee before extending a job
offer.

Depending on what the references say and the background
check reveals, you may be rethinking your position. Did the
applicant lie about his or her work history or pad their
resume? If you value honesty, this is the wrong applicant
for the job regardless of how good the first impression may
have been.

Finally, take a look at your current team and share your
vision for the future with them. You already have good
people working for you, though some may lack the skills you
need in the long run. This doesn't mean that they must be
replaced. Consider implementing a customer service training
program or ask team members to get involved, perhaps by
forming a "quality" committee. When employees recognize
that there's room for growth and the tools are readily
available, they may surprise you.

Hiring the right people, providing a clear mission for the
future, and investing in training to help employees reach
their full potential, your people will indeed be your
company's greatest asset.

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Dryout® Inc.
1415 Colonial Blvd.
Fort Myers, Fl. 33907
Mr. Mark Decherd
http://www.dryout.net

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